Sales
How to find, sell and filter lucrative clients. See section on Lead Generation, Opening and Closing.
The Success Moves Sales Process
We only talk to budget holding decision makers. That usually means the MD/CEO/Managing Partner.
RECORD the call unless prospect objects.
“So as to not miss anything is it ok if I record the call?”
This will mean you can refer to anything you missed. Also, we can train you on anything you could have done better. And you are following the system.
1. Set Closing Objective. (Prior to MS Teams)
Your call objective will be one of the following. Decide which one.
To secure a clear buying signal, interest in working with us and agreeing a next move. This may be a visit with another person or more in-depth face to face.
To agree details in principle and finish on agreeing to send a specific proposal.
To agree a deal confirmed in writing with terms and deposit invoice attached.
2. Research Future Client website and prospect Linkedin profile. (Prior to MS Teams)
Look specially for information related to the closing objective to use in the call.
Size of company: Turnover, staff numbers, countries operate in, years in business.
Prospect : Background, Goals, Personality, Interests.
Current staff: What sort of people do they employ.
3. Know, Like and Trust. (On MS Teams)
a) “Use Mirroring technique” to achieve rapport. Words, tone, and body language.
b) O.H.B.S. Opening Hot Button Statement
“Hi, I am Alex at Success Moves we offer recruitment services in Tech, Sales, finance with specialist products tailor made to client requirements, budgets, and situation. We like to work as partners rather than just suppliers taking responsibility for success of new recruits. We have several specialist products. To enable us to construct the most appropriate solution can you tell me about your company’s vision, culture and style and them specifically on your current recruitment challenges. In other words, how may we help you.”
You speaking first establishes you as in control, taking the lead.
4. Listen and Information Gather.
Most of the meeting must always be them talking. You will always achieve ‘know, like and trust’ by letting him to do all that talking and showing you are talking in what he is saying.
Have they got money?
What is his top three challenges/hot buttons?
What are his main concerns?
What would be special for him?
How have they recruited in the past?
What is the or ideal process for recruitment?
How many people in what functions does he want now?
5. Summarise and Get Them to Say, “That’s right”.
This will be the key points on his company, requirements, and key needs. The goal is not to get the prospect to say YES. The goal is to get them to say, “That is right.” That means you have the ‘Empathy Bond’ established. They recognise that you totally appreciate their point of view. (Watch Chris Voss on You Tube).
“OK John, let me sum up you need As, in B Location, you would like C recruitment process and are concerned about D. Is there anything I have missed?
You now know what product is a perfect fit for him and he will accept because it is what he just said he wanted. Proposal fits Requirement!
6. “Great, Here is what I Propose”.
a) We drop you a brief line and agree on a follow up meeting to go through details agree a plan to make your goals happen.
b) A specific deal. Through the conversation he has come out as a clear prospect for GRIP, IPDay, FlexiBasic, SPA or whatever. If you have done above steps properly.
6. How does that Sound/Feel/Look? (Mirror his preferred sensory system).
This is a test close to get feedback and particularly pick up if you got something wrong, there is something extra to consider. If something else address, it and then repeat above question.
7. Summarise Agreement and What Happens Next.
Read back to him the key points he told you and the agreed plan forward. Then say. “Is that right?” He will say yes as you are just reflecting back what he said. If you have missed something this is the second chance to pick it up and deal with it.
Objections and Challenges
I do not want to pay a deposit.
The first thought is that we do not want to work without one. We will on rare occasion accept contingency deals. Contingency is better for us when we can find candidates and he will offer them with little fuss. We have no commitment to the client. We just send CVs for interviews. If he has lots of vacancies often other competitors does not matter. Only take Contingency if they are an attractive employer offering above market salaries. AND he will offer most and not be ridiculously choosy. Rarely of interest but sometimes worthwhile.
Often the not pay a deposit means they will not pay a placement invoice either and constant chasing up to get paid.
Do not be afraid to walk away from the prospect. We only really want long term clients that will have ongoing needs, are exclusive and easy to place with.
They want to negotiate.
Say no sorry we do not discount. You will find if you discount, they will value us less. Sell why we charge those prices and remind them they are in an auction for the top staff. If we discount our recruiters will make them second priority over a client paying full price. Not in their interest. That point always works because it is true.
Remember prospects always greatly value a face-to-face visit. Largely because our competitors will rarely let their staff out. It is much easier to close face to face. And both parties know it will be much easier to recruit if you have met the people you are selling. It needs to be a good potential long term retained client to justify a visit though.